Temporary Employment Services
You focus on the season. We take care of the employees.
Who carriesthe responsibility.
We are the legal employer of the worker. Section 198 of the Labour Relations Act makes the client and the TES jointly and severally liable for basic conditions and statutory compliance, so this is genuinely shared. Choosing a compliant TES is therefore a direct reduction of your own exposure.
How it works.
You stay in control of the day to day
The work, the pace and the standards remain yours. We take on the administrative burden behind it: payroll, COIDA, UIF, SDL, employment contracts and the records that prove all of it happened.
A workforce that is compliant and responsive
Together we build a productive workforce that meets operational requirements and stands up when someone asks to see the file. Compliance is not a document you produce afterwards, it is a way of running the payroll.
We integrate with your systems
We work with the clocking, the payroll cycle and the reporting you already use. Changing how your operation runs to suit your labour provider is the wrong way round.
The three month rule, managed deliberately
A worker earning below the statutory earnings threshold who works for the same client for more than three consecutive months is generally deemed that client’s permanent employee. We track it and tell you before it happens, so the decision is yours rather than a surprise.
Across the entire employee lifecycle
We offer our services across every stage, not only the parts that are easy to package.
- 01Sourcing
- 02Contracts
- 03Compliance
- 04Disciplinary
- 05Performance appraisal
- 06Development
- 07Offboarding
Temporary Employment Services, answered
Is TES the same thing as labour broking?
Yes. Labour broking is the everyday term. Temporary Employment Services is the term used in section 198 of the Labour Relations Act, which is the law that governs it. A TES supplies workers to a client for reward and remains their employer.
Who is liable if something goes wrong?
Both parties. The TES is the employer for remuneration and employment terms, but the client and the TES share joint and several liability for basic conditions and statutory compliance. This is exactly why the compliance record of your provider is your problem too.
What is the three month deeming rule?
A worker earning below the statutory earnings threshold who performs work for the same client for longer than three consecutive months is generally deemed to be that client’s permanent employee. The exceptions are replacing someone temporarily absent and genuine short term project work. Above the threshold the rule does not apply.
Do temporary workers have to be treated the same as permanent staff?
After three months, workers earning below the threshold may not be treated less favourably than your own permanent employees doing similar work, unless there is a justifiable reason.
Does a TES have to be registered?
Yes. Temporary Employment Services must register with the Department of Employment and Labour, which maintains a public register of private employment agencies and TES providers. Ask any provider for their registration before you sign anything.
How quickly can you put people on the ground?
It depends on the role and the season. Tell us the numbers and the dates and we will give you an honest answer rather than an optimistic one.
Let's do it. Together.
Tell us what you are dealing with. We will tell you honestly whether this is the right service for it.